It is helpful to gather as a group, establish where you all want to end up, and agree on a common direction and goals. Clear expectations and roles for each member should also be expressed, negotiated and agreed upon. Teams benefit from establishing ground rules for meetings, communication and decision making.

The bottom line is that your organization should go about planning, setting expectations and priorities in a way that works for the team. I’ve seen this type of planning process energize and engage employees — and ignite productivity.

Judy has successfully attained her certification as a Clifton (Gallup) StrengthsFinder Coach! She is using her Strengths’ skills to help individuals, business and management teams gain greater understanding of their own, and others’ positive attributes.

Judy writes about Strengths in her article “The Secret of Higher Performance: Strengths Based Management”:

By explicitly acknowledging the uniqueness of each employee, companies energize their workers’ independent thinking and creativity.
…Focusing more conversations on employees’ strengths helps them develop their natural talents and improve their work because they are able to emphasize how they naturally excel and how they’re uniquely equipped to get the job done. This also enables them to transfer how they have used their strengths from one task to another and to repeat the process.

Leaders energize and mobilize people to take the organization to new and better places.Teams and organizations need people to step up and take charge, and to inspire others to work toward the common goals of the organization.

As you know, leaders and team members need to understand themselves and their co-workers in order to function well as a team.There are always new leaders coming up through the ranks of the organization who need to be supported and trained so the system continues to work well.

My business, Skill Builders, specializes in customized team building, leadership training, facilitations, and coaching that help the whole organization work together in support of the overall mission.It is gratifying to teach a group of new leaders the skills they need to be successful at productively leading their teams.

As a Myers-Briggs Certified Practitioner, and Certified Strengths Coach, I use MBTI and Strengths concepts as a basis to develop leaders and build teams that trust and respect each other.With over 20 years of management experience, I understand the challenges of developing and managing the culture of an organization.

I look forward to exploring ways we might work together for the benefit of your organization. Contact me today for a free consultation.~ Judy

Ineffective communication can cause conflicts in a workplace. Conflict Avoid needless disputes by following these basic rules:

• Set clear expectations. You’ll prevent lots of problems by letting employees know exactly what’s required of them as they do their work.

• Address problems immediately. Don’t delay when you see a problem that needs to be resolved. Discuss it openly so everyone has a chance to be heard.

• Respect differences. Don’t let every disagreement become a shouting match. Learn to respect personal differences—and encourage your employees to do the same.

— Adapted from the Business News Daily website

Skill Builders can teach you and your people how to communicate expectations and hold each other accountable in a way that everyone wins. Assertiveness begins with each person suspending judgement and asking reasonable questions. Ask me about our 1-hour “Courageous Conversations” training, that will benefit your whole organization.

Here’s how to say no without alienating people.

You can’t agree to every request from an employee, a co-worker, or even your boss. But saying no is never simple. Even if you have to deny a request or can’t help someone, you want people to know they can depend on your support and assistance. Here’s how to say no without alienating people:

• Say it clearly. Don’t duck confrontation by saying “Maybe,” or “I’ll see.” State your position in clear language: “No, I can’t do that.’

• Explain your reasons. Employees and colleagues don’t want to feel stonewalled. Explain clearly why you can’t do what they’re asking. For example, specific policies or priorities may make rejection necessary. Maybe you don’t have the skills to do a good job. Clarify the business needs behind your refusal so people are less likely to take it personally.

• Offer options when you can. When you close off one avenue, look for alternatives. For example, you may have to deny a request for time off during your team’s rush period, or turn down a bid for promotion if the employee needs more skills. However, you may be able to offer other days off, or coach the employee to develop those skills. Put some thought into your answer to make it the start of something positive.

— Adapted from Executive Matters

Skill Builders can teach you and your people how to communicate expectations and hold each other accountable in a way that everyone wins. Assertiveness begins with each person suspending judgement and asking reasonable questions. Ask me about our 1-hour “Courageous Conversations” training, that will benefit your whole organization.